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Noe Ch. 7
Terms in this set (35)
consists of an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors with the goal of applying these on the job.
A process of systematically developing training to meet specified needs. Ensures that trainings are effective and that programs actually teach what it's designed to teach
Stages of instructional design
1. Assess needs for training
2. Ensure readiness for training
3. Plan training program (objectives, trainers, methods)
4. Implement training program (principles of learning and transfer of training)
5. Evaluate results of training
6. Feedback THROUGHOUT
Learning management system (LMS)
A computer application that automates the administration, development, and delivery of training programs. More efficient and effective
The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary. Sometimes, issues can be resolved through something other than traning
What does a needs assessment ask?
1. Organization: what is the context in which the training will occur?
2. Person: who needs training?
3. Task: What subjects should the training cover?
A process for determining the appropriateness of training by evaluating the characteristics of the organization (ex: growing or shrinking personnel, niche or broad customer base). Must consider if the organization has the budget, time and expertise for training.
A process of determining individuals' needs and readiness for training. Asks:
1. Do performance deficiencies result from a lack of knowledge, skill or ability?
2. Who needs training?
3. Are these employees ready for training?
The process of identifying and analyzing tasks to be trained for
Readiness for traning
A combination of employee characteristics and positive work environment that permit training
Objectives of the training program
-statement of expectations
-measurable performance standards
-identify the resources needed to carry out the desired performance or outcome
Conveying facts or comparing alternatives. Done through lectures, workbooks, video clips, podcasts and websites
Teaching specific skills, showing how skills are related to job or how to handle interpersonal issues. Done through on the job training, simulations, role-plays, computer games
Group building methods
Establishes teams, manages performance of teams. Done through group discussions, experiential programs, team training
Receiving training via the internet or the organization's intranet
Electronic performance support systems (EPSSs)
Computer application that provides access to skills training, information, and expert advice as needed
On the job training
Training methods in which a person with job experience and skill guides trainees in practicing job skills at the workplace. Ex: apprenticeships and internships
Work-study training method that teaches job skills through a combination of structured on-the-job training and classroom training. Ability to learn a trade while learning an income, usually in the skilled trades
On-the-job learning sponsored by an educational institution as a component of an academic program
Training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job.Ex: mockups of houses for cable training, call centers, airline pilots
Computer depictions of trainees, which the trainees manipulate in an online role-play
Computer-based technology that provides an interactive, three dimensional learning experience
Training programs in which participants learn concepts and apply them by simulating behaviors involve and analyzing the activity, connecting it with real-life situations. Ex:adventure learning
A teamwork and leadership training program based on the use of challenging, structured outdoor activities
Coordinates the performance of individuals who work together to achieve a common goal
team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place
Teaches the team how to share information and decisions to obtain the best team performance. Important for surgical teams
Team leader training
Training in the skills necessary for effectively leading the organization's teams
Training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it out
The difficulty level of written materials
Transfer of training
On-the-job use of knowledge, skills and behaviors learned in training. Social support, technical support and self-management must be in place
Communities of practice
Groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished
Measures of training success
1. Trainee satisfaction
2. Return on investment
3. Transfer of training
4. New skills, knowledge
5. Performance improvements
Training designed to prepare employees to perform their jobs effectively, learn about their organization and establish work relationships
Training designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce
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